RECRUITMENT, SELECTION AND APPOINTMENT

POLICY FOR THE

NATIONAL PROSECUTING AUTHORITY
Document No. NPAPWT-0001
Version 01
Revision 00
Author Mr. J Hayward, Ms. K Vorster, Ms. S Meyer, Ms. S Mthintso
ontri!utors Ms " Dh#amini
"ditor $erhard Ne#
Date a%%roved !y "&'
"((ective Date
Re(erence Num!er )*+*,-.
#assi(ication on(identia#
Notice
/ +00) N,A. A## ri0hts reserved.
No %art o( this document may !e re%roduced or transmitted in any (orm or !y any means without
the e1%ress written %ermission o( the N,A.
Document en2uiries can !e directed to3
Attention 3 Senior onsu#tant3 HRM 4 D 5 Mr. Jaco!us Hayward
Address 3 Nationa# ,rosecutin0 Authority o( South A(rica
,rivate 6a0 &78+
,R".'R9A, 0001
e:mai# 3 ;(hayward<n%a.0ov.=a
.e#e(a1 3 >01+? @)A:+B))
.e#e%hone 3 >01+? @)8:B17@
Appro!"
.he si0natories hereo(, !ein0 du#y authorised thereto, determine and issue here!y the o((icia#
Recruitment, Se#ection and A%%ointment ,o#icy o( the Nationa# ,rosecutin0 Authority.
Actin0 Nationa# Director3 Dr MS. Ramaite Date
hie( "1ecutive '((icer3 Ms M S%ar0 Date
Fore#or$
.his document is a%%#ica!#e to the Nationa# ,rosecutin0 Authority.
Rei%io& Hi%tor'
Rei%e$ Serie%
(er%io&)
Rei%io&
C*!&+e Co&tro"
Meeti&+ D!te
NPA Appro!"
D!te
RECRUITMENT, SELECTION AND APPOINTMENT POLICY
Recruitment, Selection and Appointment Version 01 1 November 2004
2
1) ,AC-GROUND
1)1 Po"ic' St!te.e&t
.he Nationa# ,rosecutin0 Authority >N,A? is committed to achievin0 a worC
(orce that is !road#y re%resentative o( the South A(rican %eo%#eD and to
usin0 em%#oyment and %ersonne# mana0ement %ractices that are !ased on
a!i#ity, o!;ectivity and (airness and in #ine with re#evant #a!our #e0is#ation
and or0anisationa# %o#icies and strate0ies.
1)/ Re"e!&t "e+i%"!tio&, !+ree.e&t% !&$ ot*er +0i$e"i&e%
.he (o##owin0 #e0is#ation, a0reements and other documents are re#evant to
the a%%#ication o( this ,o#icy3
>a? .he onstitution o( the Re%u!#ic o( South A(rica, 1EEB >Act No. 10@
o( 1EEB?.
>!? .he Nationa# ,rosecutin0 Authority Act, 1EE@ >Act No. A+ o( 1EE@?.
>c? .he ,u!#ic Service Act, 1EE) >,roc#amation No. 10A o( 1EE)?.
>d? .he "m%#oyment "2uity Act, 1EE@ >Act No. 88 o( 1EE@?.
>e? .he 6asic onditions o( "m%#oyment Act, 1EE7 >Act No. 78 o( 1EE7?.
>(? .he Fa!our Re#ations Act, 1EE8 >Act No. BB o( 1EE8.
>0? .he ,u!#ic Service Re0u#ations, +001.
>h? Senior Mana0ement Service Hand!ooC.
>i? -hite ,a%er on the .rans(ormation o( the ,u!#ic Service, 1EE8.
>;? -hite ,a%er on Human Resources Mana0ement in the ,u!#ic
Service, 1EE7.
>C? -hite ,a%er on A((irmative Action, 1EE@.
>#? .he odes o( Remuneration >ore?, inc#udin0 the 0uide#ines.
>m? .he o##ective A0reements o( the ,S6 and the $,SS6.
>n? .he ,u!#ic Ginance Mana0ement Act, 1EEE >Act No. 1 o( 1EEE?.
Recruitment, Selection and Appointment Version 01 1 November 2004
3
>o? .he Nationa# Archives o( South A(rica Act, 1EEB >Act No. )A o(
1EEB?.
>%? .he ,romotion o( Access to 9n(ormation Act, +000 >Act No. +0 o(
+000?.
1)1 O23ectie%
.he o!;ectives o( the Recruitment, Se#ection and A%%ointment ,o#icy are to
set norms, measures and 0uide#ines that wi## a##ow the N,A to se#ect the
num!er and 2ua#ity o( em%#oyees with the necessary com%etencies, to
satis(y the current and (uture needs o( the or0anisation.
/) CREATION AND FILLING OF POSTS
6e(ore creatin0 a %ost (or any new#y de(ined ;o!, or (i##in0 any vacancy, the
"' mustH
>a? con(irm that the %ost is re2uired to meet the N,AIs o!;ectivesD
>!? in the case o( a new#y de(ined ;o!, eva#uate the ;o! in terms o( the
;o! eva#uation systemD
>c? in the case o( a vacant %ost on D,SA 0rade E or hi0her, eva#uate the
;o!, un#ess the s%eci(ic ;o! has !een eva#uated %revious#yD and
>d? ensure that su((icient !ud0eted (unds, inc#udin0 (unds (or the
remainin0 %eriod o( the medium:term e1%enditure (rameworC, are
avai#a!#e (or the (i##in0 o( the %ost.
1) RECRUITMENT
A## recruitment and se#ection activities and decisions must !e documented
and (i#ed (or (uture re(erence. .he (o##owin0 methods o( recruitment may !e
used3
1)1 A$erti%e.e&t%
Recruitment, Selection and Appointment Version 01 1 November 2004
4
Advertisements in the media and D,SA ircu#ars are 0enera##y used as
they a##ow %otentia# candidates to !e reached on a !road sca#e.
1)1)1 A$erti%i&+ re40ire.e&t%
>a? A## administrative %ositions !e#ow D,SA sa#ary #eve# nine >E? must !e
advertised interna##y to a## 0overnment de%artments throu0h the
De%artment o( ,u!#ic Service and Administration >D,SA? we!site.
.hose at D,SA sa#ary #eve# nine >E? and a!ove must !e advertised
e1terna##y.
>!? Fe0a# and investi0ation %ositions at entry #eve# must !e advertised
e1terna##y, e1c#udin0 %ositions earmarCed (or As%irant ,rosecutors
and .rainee 9nvesti0ators.
>c? Fe0a# and investi0ation %ositions hi0her than the entry #eve# and
!e#ow SMS #eve# must !e advertised interna##y as a minimum, to
ensure that servin0 %ersonne# have the chance to a%%#y.
>d? A## Senior Mana0ement Service >SMS? %ositions must !e advertised
e1terna##y in the nationa# media. .his condition may !e waived in
certain circumstances. >See the Jti#isation ,o#icy?.
>e? 9nterna# advertisements (or the entire %u!#ic service can !e %#aced !y
way o( a vacancy circu#ar minute com%i#ed !y the D,SA. .hose
intended (or the N,A can !e %#aced !y way o( an interna# circu#ar
minute, distri!uted to a## o((ices in the N,A.
>(? "1terna# advertisements are %#aced in the nationa# or #oca# media or
in a s%ecia#ised %ro(essiona# %u!#ication. .o ensure that %eo%#e with
disa!i#ities have access to advertised %ositions, suita!#e ;o!s shou#d
!e advertised in the media and throu0h re#evant or0anisations.
>0? .he minimum runnin0 time (or an advertisement o( a vacant %ost,
irres%ective o( the advertisin0 medium used, is (ourteen worCin0
Recruitment, Selection and Appointment Version 01 1 November 2004
5
days. .he runnin0 time may !e shortened with the %ermission o( the
"'.
1)1)/ A$erti%e.e&t re40ire.e&t%
.he ;o! s%eci(ication is used as the main source document when com%i#in0
;o! advertisements. .he advertisement must !e com%i#ed in consu#tation
with the Head o( a 6usiness Jnit, and the contents must avoid direct or
indirect discrimination or misinter%retation. An advertisement (or a %ost
must c#ear#y set outH
>a? which %ost is vacantD
>!? the area where the %ost is vacant >when advertisin0 %osts in the
#ower courts within N,S, the c#uster must !e mentioned?D
>c? the inherent ;o! re2uirements to !e !ui#t into the ;o! s%eci(icationsD
>d? the ;o! tit#e and a ;o! descri%tionD
>e? whether any e1%erience is re2uiredD
>(? the annua# sa#ary attached to the %ostD
>0? in res%ect o( a %ost in the Senior Mana0ement Service o( the N,A,
the advertisement must state that the success(u# candidate wi## !e
re2uired to si0n a %er(ormance contractD
>h? in which (orm an a%%#ication must !e su!mittedD
>i? what documentation must accom%any the a%%#icationD
>;? to whom and at which address an a%%#ication (or the %ost can !e
su!mittedD
>C? the c#osin0 date (or a%%#yin0 (or the %ostD
>#? that the N,A is an e2ua# o%%ortunity em%#oyer and that %re(erence
wi## !e 0iven to candidates whose a%%ointment wi## %romote
re%resentivityD
>m? that i( candidates are not contacted !y the N,A within thirty >A0?
days a(ter the c#osin0 date, they shou#d consider their a%%#ication to
have !een unsuccess(u#D
Recruitment, Selection and Appointment Version 01 1 November 2004
6
>n? that #ate and incom%#ete a%%#ication (orms wi## not !e consideredD
>o? that a%%#icants must indicate in their Vs whether they have a
crimina# record, were (ound 0ui#ty o( misconduct or have %endin0
crimina# or misconduct char0esD and
>%? that the a%%#icants may !e su!;ected to any o( the (o##owin03 a
security c#earanceD a com%etency assessmentD si0nin0 a
%er(ormance contract on a%%ointmentD si0nin0 an em%#oyment
contract on a%%ointment.
1)/ He!$-*0&ti&+
A.+.1 Head:huntin0 can !e usedH
>a? to encoura0e suita!#y 2ua#i(ied, sCi##ed and com%etent %eo%#e to
a%%#y (or a %osition when advertisedD and
>!? i( it %roves di((icu#t to recruit suita!#y:2ua#i(ied candidates and*or
candidates (rom historica##y disadvanta0ed 0rou%s, (o##owin0 the
norma# recruitment %rocesses.
A.+.+ "m%#oyment a0encies can on#y assist with head:huntin0 with the %rior
a%%rova# o( the "' or his or her de#e0ated o((icia#. Su((icient (unds shou#d
!e avai#a!#e in the !ud0et o( the re#evant 6usiness Jnit.
1)1 Seco&$.e&t
Re(er to Jti#isation ,o#icy.
5) FILLING ADDITIONAL (ACANT POSTS
9( a %ost has !een advertised, and a simi#ar %ost !ecomes vacant a(ter the
(irst %ost has !een advertised, the de#e0ated o((icia# may a%%rove that the
second %ost !e (i##ed (rom the a%%#ications received (or the (irst %ost. .his is,
Recruitment, Selection and Appointment Version 01 1 November 2004

%rovided that the re#evant %ositions are on the same #eve#, with simi#ar
duties and re2uirements, and that the %osts are 0eo0ra%hica##y c#ose to
each other. Gurthermore, the time %eriod !etween the advertisin0 o( the (irst
%ost and the a%%rova# o( the nomination (or the second %ost must !e
reasona!#e.
6) SELECTION
6)1 Appoi&t.e&t !&$ co.po%itio& o7 Se"ectio& Co..ittee
.he Head o( a 6usiness Jnit must a%%oint a se#ection committee to conduct
the short:#istin0 and se#ection %rocess. .he (o##owin0 %rovisions a%%#y to the
a%%ointment and com%osition o( the Se#ection ommittee3
>a? .he "', or his or her de#e0ated o((icia#, must a%%rove the mem!ers
o( the Se#ection ommittee.
>!? A Human Resources re%resentative must assist on a## Se#ection
ommittees, to %rovide administrative su%%ort, technica# advice and
to ensure that the %rinci%#es o( "m%#oyment "2uity and Fa!our
Re#ations are adhered to, !ut sha## not com%#ete score sheets i(
0raded #ower than the %ost to !e (i##ed.
>c? .he Se#ection ommittee must consist o( at #east three mem!ers.
.hese mem!ers must (a## within a 0radin0 cate0ory e2ua# to, or
hi0her than, the 0radin0 o( the %ost to !e (i##ed. A#ternative#y, the
ommittee may !e made u% o( suita!#e %eo%#e (rom outside the
%u!#ic service. However, in a## instances, the hair%erson must !e an
em%#oyee o( the N,A.
>d? .he hair%erson o( the Se#ection ommittee must !e o( a 0radin0
hi0her than the %ost to !e (i##ed.
>e? 9( the mana0er o( the com%onent within which the vacant %ost is
#ocated is 0raded #ower than the vacant %ost, she or he may !e a
mem!er o( the Se#ection ommittee.
Recruitment, Selection and Appointment Version 01 1 November 2004
!
>(? A Se#ection ommittee must inc#ude ade2uate re%resentation >race
and 0ender? and inc#ude mem!ers with re#evant e1%ertise.
6)/ Pre-%e"ectio& proce%%e% prior to %*ort-"i%ti&+
.he %re:se#ection %rocess is the overa## res%onsi!i#ity o( HR or an HR
re%resentative.
6)1 F0&ctio&% !&$ .eeti&+% o7 Se"ectio& Co..ittee
.he (o##owin0 %rovisions a%%#y to the (unctions and meetin0s o( the
Se#ection ommittee3
>a? .he inherent >!ui#t:in? ;o! re2uirements >as contained in the
advertisement? must !e the !asis on which candidates are inc#uded
or e1c#uded (rom the short#ist, taCin0 into account em%#oyment e2uity
re2uirements.
>!? A## decisions in short:#istin0, inc#udin0 reasons why a%%#icants were
not short:#isted must !e recorded on the re2uired (orm and shou#d !e
(i#ed with the Vs o( a%%#icants.
>c? or%orate mana0ers or sta(( assi0ned !y the re#evant 6usiness Jnit,
must invite the short:#isted candidates to se#ection interviews, and
must noti(y the Se#ection ommittee mem!ers o( the dates, times
and venues o( interviews. .he dates, times and venues o( the
interviews must !e set in consu#tation with the mem!ers o( the
Se#ection ommittee.
>d? or%orate mana0ers or sta(( assi0ned !y the re#evant 6usiness Jnit,
must (aci#itate trave# and #o0istica# arran0ements (or candidates
attendin0 interviews. .he N,A >or the 6usiness Jnit with vacant
%ost? com%ensates candidates (or trave##in0 e1%enses. 9n instances
where an interview is he#d in an area !eyond the 1+0:Ci#ometre
Recruitment, Selection and Appointment Version 01 1 November 2004
"
radius (rom where the candidate comes or in e1ce%tiona# cases, the
de#e0ated o((icia# may a%%rove the trave##in0 e1%enses.
>e? As a 0enera# ru#e, the accommodation o( candidates attendin0
interviews shou#d !e %aid on#y under e1ce%tiona# circumstances. .he
costs o( trave##in0 and the re#ocation o( candidates (rom di((erent
0eo0ra%hica# areas shou#d !e #imited.
8) 9O, INTER(IEW
.he (o##owin0 %rovisions a%%#y to the %rocess o( interviews3
B.1 A short:#isted candidate must !e invited to an interview te#e%honica##y or in
writin0, where they cannot !e reached te#e%honica##y.
B.+ A## interviews must !e structured. .he Se#ection ommittee must use a
%redetermined 2uestionnaire to o!tain in(ormation on trainin0, sCi##s,
com%etence and the necessary Cnow#ed0e to meet the inherent ;o!
re2uirements o( the %ost, as we## as a scorecard. -ei0hts shou#d !e
attached to each o( the com%etencies. .he 2uestions can !e asCed in a
s%eci(ic order. However, the (ormat shou#d !e (#e1i!#e to a##ow 2uestions to
!e added or a#tered i( necessary, or to %ro!e dee%er into an issue arisin0
(rom answers %rovided. However, it is im%erative that a## 2uestions !e ;o!:
re#ated >as %er #a!our #e0is#ation?.
B.A Durin0 the interview, the candidate must !e in(ormed (or which %ost he or
she is !ein0 interviewed, and to#d a!out the se#ection %rocess that is !ein0
(o##owed. .he Se#ection ommittee is res%onsi!#e (or %rovidin0 the a%%#icant
with in(ormation a!out the ;o! and the or0ani=ation, and (or res%ondin0 to
the a%%#icantIs 2uestions in this re0ard.
Recruitment, Selection and Appointment Version 01 1 November 2004
10
B.) Se#ection ommittee mem!ers must com%#ete score sheets (or individua#
candidates, immediate#y a(ter the interview. .he candidateIs score 0uides
committee mem!ers on the suita!i#ity o( that %articu#ar candidate (or the
%osition.
B.8 .he Se#ection ommittee must !e care(u# not to create any e1%ectations
durin0 the interview. Moreover, the N,A is not !ound !y the decision o( the
ommittee or any other %erson to disc#ose in(ormation, !e(ore a (ina#
decision is taCen a!out a%%ointin0 the success(u# candidate.
B.B A## mem!ers o( the Se#ection ommittee shou#d !e %resent throu0hout the
interview %rocess, un#ess e1ce%tiona# circumstances e1ist.
B.7 .he interview 2uestionnaire and a## 2uestions asCed shou#d !e !ased on
the inherent >!ui#t:in? ;o! re2uirements. 6iased or discriminatory 2uestions
must !e avoided.
B.@ .he candidatesI res%onses and score durin0 the interview must !e
documented.
B.E -here %ossi!#e, at #east two candidates in order o( %re(erence must !e
nominated (or a s%eci(ic %ost, in order to avoid the %ost !ein0 re:advertised
shou#d the (irst candidate dec#ine the ;o! o((er.
B.10 .he Se#ection ommittee sha## maCe a recommendation on the suita!i#ity o(
a candidate a(ter considerin0H
>a? in(ormation !ased on va#id methods, criteria or instruments (or
se#ection that are (ree (rom any !ias or discriminationD
>!? the trainin0, sCi##s, com%etence and Cnow#ed0e necessary to meet
the inherent re2uirements o( the %ostD
>c? the needs (or the N,A (or deve#o%in0 human resourcesD
Recruitment, Selection and Appointment Version 01 1 November 2004
11
>d? the "m%#oyment "2uity o( the 6usiness Jnit and o((ice where the
%ost is #ocatedD and
>e? the "m%#oyment "2uity ,#an o( the N,A.
B.11 .he a%%ointment o( non:South A(rican citi=ens may !e considered, !ut on#y
i( the re2uired sCi##s are not avai#a!#e in South A(rica. .he em%#oyee needs
to !e in %ossession o( a va#id worC %ermit. A Cey e#ement o( the contract
must !e the trans(er o( sCi##s to citi=en em%#oyees.
:) ASSESSMENT
7.1 9n addition to the interview, other assessment too#s >such as com%etency
assessments, case studies, simu#ation e1ercises and ro#e:%#ays? may !e
used, de%endin0 on the re2uirements o( the ;o!.
7.+ .he N,A may conduct com%etency assessments (or a## %ositions on #eve#
1+ and !e#ow. om%etency assessments are com%u#sory (or a## SMS
a%%ointments.
7.A 6usiness Jnits, in consu#tation with HR, must decide on the assessment
%rocedures and too#s to !e used. 'n#y HR:a%%roved assessment too#s may
!e used. Assessment too#s may !e used, on#y i( they are scienti(ica##y va#id,
re#ia!#e and can !e a%%#ied (air#y to a## em%#oyees.
7.) Assessment too#s must !e administered, scored and inter%reted !y 2ua#i(ied
%ersons, who have !een trained and #icensed to use them.
;) REFERENCE CHEC-S
@.1 .he hair%erson or HR re%resentative must ensure that re(erences are
checCed >where re2uired? !e(ore the o((er o( a ;o! is made to a candidate.
Re(erence checCs shou#d !e conducted (or !oth interna# and e1terna#
Recruitment, Selection and Appointment Version 01 1 November 2004
12
a%%#icants. urrent su%ervisors shou#d !e consu#ted and a reasona!#e e((ort
shou#d !e made to do re(erence checCs with a## %revious em%#oyers o(
a%%#icants.
@.+ Durin0 the interview, candidates must !e in(ormed o( the re(erence checC
and the #ist o( re(erees shou#d !e con(irmed with them.
@.A Re(erence checCs must !e used in com!ination with other se#ection too#s.
@.) A## re(erence checCs must !e conducted in a structured, (air and trans%arent
manner. Geed!acC must !e recorded on the re#evant (orm and su!mitted to
the %ane# mem!ers (or their consideration.
@.8 -hen a re(erence resu#ts in a decision not to o((er a candidate a ;o!, the
areas o( concern and their re#evance to the ;o! re2uirements must !e
documented.
<) SECURITY CLEARANCE
E.1 As stated a!ove, a## advertisements shou#d state that a%%#icants must
under0o security c#earance.
E.+ Security c#earance must !e done in res%ect o( a## recommended candidates
with assistance (rom the Vettin0 Jnit and in co##a!oration with the Nationa#
9nte##i0ence A0ency.
E.A .he outcome o( the security c#earance may !e used as one o( the se#ection
too#s, when maCin0 a decision a!out whether or not to em%#oy the
candidate.
E.) 9( the success(u# candidate is not o((ered the ;o! as a resu#t o( the outcome
o( security c#earance, the ne1t most suita!#e candidate must !e o((ered the
Recruitment, Selection and Appointment Version 01 1 November 2004
13
;o! >a(ter consu#tation with the Head o( the 6usiness Jnit concerned, or his
or her de#e0ated o((icia#?.
E.8 9(, a(ter security c#earance has !een re(used, there is no suita!#e candidate
on the short:#ist, the recruitment %rocess must recommence.
E.B 9( the em%#oyer cannot a((ord the time to wait (or a %ositive outcome o( the
security c#earance, eventua# c#earance must !e made a condition o(
em%#oyment.
E.7 9( the suita!#e candidate has assumed duty and the security c#earance is
su!se2uent#y dec#ined, the a%%ointment must !e terminated.
10) APPRO(AL PROCESS
10.1 .he hair%erson o( the %ane# must com%i#e the interview re%ort in the
re2uired (ormat and must (orward it to the Head o( the re#evant 6usiness
Jnit (or his or her in%uts. .he re%ort must, a(ter endorsement !y the Head
o( the Jnit, !e (orwarded to Human Resources (or su!mission to the o((icia#
with the de#e0ated %owers (or a%%rova#.
10.+ -hen the de#e0ated o((icia# considers not a%%rovin0 the recommendation,
s*he wi## record the reasons there(ore in writin0 and discuss with the Head
o( the 6usiness Jnit and*or hair%erson o( the Se#ection ommittee.
10.A 9n the event o( an inso#u!#e disa0reement, the Nationa# Director or the
Minister >as the case may !e? wi## taCe the (ina# decision.
Recruitment, Selection and Appointment Version 01 1 November 2004
14
11) MA-ING A 9O, OFFER
11.1 'nce the se#ection %rocess is conc#uded, and the Minister, Nationa# Director
or "' >as the case may !e?, has a%%roved the a%%ointment, the ;o! must
!e (orma##y o((ered to the success(u# candidate. No o((er o( em%#oyment,
ver!a# or otherwise, may !e made !e(ore the conc#usion o( the %rocess.
11.+ An HR re%resentative must maCe a written o((er o( em%#oyment to the
success(u# candidate within (ive >8? worCin0 days, a(ter the recommendation
(or a%%ointment has !een a%%roved. .he written o((er must inc#ude a sa#ary
%acCa0e and conditions o( em%#oyment.
11.A .he candidate must res%ond to the ;o! o((er in writin0 within (ive >8? worCin0
days and i( he or she acce%ts the o((er, indicate when duty wi## !e assumed.
11.) 9( the success(u# candidate re(uses the o((er, the ne1t most suita!#e
candidate >%rovided he or she meets the re2uirements o( the %ost? must !e
o((ered the ;o!, a(ter consu#tation with the Head o( the 6usiness Jnit
concerned or the de#e0ated o((icia#.
11.8 Gor a## em%#oyees u% to and inc#udin0 #eve# 1+, a ;o! o((er is va#id (or one
ca#endar month (or assum%tion o( duty. Gor SMS em%#oyees, a ;o! o((er is
va#id (or si1ty >B0? days (or assum%tion o( duty.
11.B J%on recei%t o( the success(u# candidateIs acce%tance o( the ;o! o((er and
assum%tion o( duty, the other candidates interviewed must !e in(ormed that
their a%%#ications were unsuccess(u#.
11.7 HR must in(orm the new 6usiness Jnit Head, %revious 6usiness Jnit Head
or Head o( De%artment as we## as the or%orate Mana0er, in writin0 o( the
a%%ointment o( the success(u# candidate.
Recruitment, Selection and Appointment Version 01 1 November 2004
15
1/) APPOINTMENT
1+.1 .he or%orate Mana0er or his or her de#e0ated o((icia#, must ensure that a##
#o0istica# arran0ements re#atin0 to the new em%#oyee are in %#ace. .hese
inc#ude3 the date and time when and the %#ace where the em%#oyee is to
!e0in worCD and the a##ocation o( an o((ice, (urniture, stationery and so on.
1+.+ .he sa#ary o( a candidate whose a%%ointment amounts to a %romotion
comes into e((ect on the (irst day o( the month (o##owin0 the month durin0
which the a%%ointment was a%%roved.
1+.A .he sa#ary o( candidates a%%ointed to entry:#eve# %ositions and a%%ointees
(rom outside the %u!#ic service, de%ends on the date on which the
em%#oyee !e0ins worC.
11) EMPLOYMENT ON CONTRACT
1A.1 An o((ice may consider a%%ointin0 a %erson on a #imited %eriod contract
whereH
>a? an e1istin0 em%#oyee is e1%ected to !e a!sent (or so #on0 that his or
her duties cannot !e %er(ormed !y other %ersonne#D
>!? there are additiona# worC demands which are not necessari#y o( a
%ermanent nature, or
>c? where there is no suita!#e vacancy to which an a%%ointment can !e
made.
1A.+ "m%#oyment "2uity %rinci%#es 5 in terms o( race, 0ender and disa!i#ity 5
must !e strict#y adhered to.
1A.A A 6usiness Jnit Head may recruit contract em%#oyees, on#y with the
a%%rova# o( the "' or his or her de#e0ated o((icia#.
Recruitment, Selection and Appointment Version 01 1 November 2004
16
1A.) .he recruitment and se#ection re2uirements (or a contract em%#oyee are the
same as (or the recruitment and se#ection o( a %ermanent em%#oyee. .he
services o( a recruitment a0ency can a#so !e uti#ised with the a%%rova# o(
the "'.
1A.8 ontract em%#oyees must !e remunerated (rom the a%%roved human
resources uti#isation !ud0et, and in accordance with the Medium .erm
"1%enditure GrameworC >M."G?, to contro# the cash (#ow.
1A.B An em%#oyment contract may not e1ceed a %eriod o( twe#ve months at a
time. .he (o##owin0 conditions must !e com%#ied with3
>a? Gunds must !e avai#a!#e.
>!? .he Head o( the 6usiness Jnit must con(irm that no %ermanent
em%#oyee is avai#a!#e to %er(orm the necessary service.
>c? Reasons must !e 0iven as to why a %erson must !e a%%ointed on
contractD these must inc#ude the (o##owin0 in(ormation3
>i? .he %ur%ose and e1tent o( the s%eci(ic tasC to !e %er(ormed.
>ii? .he s%eci(ic duties that must !e %er(ormed.
>iii? .he duration o( the contract.
>iv? 6ased on the #eve# o( out%ut and com%etencies re2uired, the
ranC and #eve# on which the %erson wi## !e a%%ointed.
>d? .he standard N,A contract (or em%#oyment o( contract em%#oyees
must !e uti#ised.
1A.7 A contract em%#oyee must !e remunerated on the same sa#ary sca#es as
those a%%#ica!#e to %ermanent N,A em%#oyees. 9( a contract em%#oyee has
a (i1ed term contract o( over three months, the em%#oyer may %ay him or
her an additiona# A0 %er cent sa#ary in #ieu o( !ene(its. .he ,u!#ic Service
Act, 1EE) and the ,u!#ic Service Re0u#ations, +001 re0u#ate contract
em%#oyeesI conditions o( em%#oyment. A%%ointment on SMS #eve# must !e
remunerated in terms o( the re#evant #eve# o( the SMS %acCa0e.
Recruitment, Selection and Appointment Version 01 1 November 2004
1
1A.@ are must !e taCen that there is no discre%ancy !etween the sa#ary o(
servin0 em%#oyees and em%#oyees worCin0 on contract.
1A.E Human Resources must %er(orm a## recruitment activities, in consu#tation
with the 6usiness Jnit concerned.
1A.10 .he a%%ointment o( non:South A(rican citi=ens may !e considered, !ut on#y
i( the re2uired sCi##s are not avai#a!#e in South A(rica. .he em%#oyee needs
to !e in %ossession o( a va#id worC %ermit. A Cey e#ement o( the contract,
must !e the trans(er o( sCi##s to citi=en em%#oyees.
15) RE-APPOINTMENT OF FORMER EMPLOYEES
1).1 An em%#oyee who has retired and who is a!ove the a0e o( B8 may !e re:
a%%ointed i( it is in the %u!#ic interest and the o((icer consents to his or her
re:a%%ointment. .he o((icer may !e so retained (rom time to time, with the
a%%rova# o( the e1ecutin0 authority (or (urther %eriods, which sha## not
e1ceed two years in a00re0ate, e1ce%t with the a%%rova#, !y reso#ution, o(
,ar#iament.
1).+ A (ormer em%#oyee who tooC ear#y retirement may !e re:a%%ointed !y the
de#e0ated authority, %rovided that he or she did not #eave the %u!#ic service
ear#ier, on the condition that he or she wou#d not acce%t or seeC re:
a%%ointment, or where the ori0ina# 0rounds (or the termination o( service do
not mi#itate a0ainst re:a%%ointment.
1).A A (ormer em%#oyee who #e(t the %u!#ic service due to i##:hea#th, may !e re:
a%%ointed !y the de#e0ated authority, i( he or she can %rovide recent and
conc#usive evidence o( recovery.
Recruitment, Selection and Appointment Version 01 1 November 2004
1!
1).) A (ormer 0overnment em%#oyee who tooC a vo#untary severance %acCa0e
wi## not !e re:em%#oyed, de%endin0 on the terms and conditions o( the
severance %acCa0e. Re:a%%ointment is in the discretion o( the e1ecutin0
authority.
1).8 An em%#oyee whose services were terminated as a resu#t o( misconduct in
terms o( section 17>+?>e? o( the ,u!#ic Service Act, 1EE), or o( the Fa!our
Re#ations Act, 1EE8, may not !e re:em%#oyed.
16) APPOINTMENT OF CANDIDATES ON REMUNERATION A,O(E THE
MINIMUM NOTCH OF THE SALARY RANGE
18.1 9( there is a need to recruit a com%etent em%#oyee with rare, critica# or
e1ce%tiona# e1%ertise and sCi##s and such an em%#oyee cannot !e recruited
at the sa#ary #eve# indicated !y the ;o! wei0ht, the "' may authorise the
0rantin0 o( a sa#ary a!ove the minimum notch o( the sa#ary #eve# as
indicated !y the ;o! wei0ht. .his wi## de%end on the circumstances o( the
candidate and the avai#a!i#ity o( (unds.
18.+ 9( there is a need to recruit a com%etent em%#oyee with rare, critica# or
e1ce%tiona# e1%ertise and sCi##s and such an em%#oyee cannot !e recruited
at the sa#ary #eve# indicated !y the ;o! wei0ht, the e1ecutin0 authority may
authorise the 0rantin0 o( a sa#ary a!ove the sa#ary #eve# as indicated !y the
;o! wei0ht. .his wi## de%end on the circumstances o( the candidate and the
avai#a!i#ity o( (unds.
18) PRO,ATION
1B.1 .he em%#oyment o( new em%#oyees is su!;ect to a twe#ve >1+? month
%ro!ation %eriod. .his must !e re(#ected in the ;o! o((er. .he %ro!ationary
Recruitment, Selection and Appointment Version 01 1 November 2004
1"
%eriod may !e reduced or e1c#uded !y the de#e0ated o((icia#. onditions
under which this may taCe %#ace, areH
>a? when an em%#oyee is on %ro!ation and is trans(erred or %romoted to
another %ost >a #esser %eriod o( service on %ro!ation may !e
recommended !ut the tota# %ro!ation %eriod shou#d not !e #ess than
1+ months?D or
>!? where an em%#oyee has a#ready com%#eted a contract em%#oyment
%eriod o( two years or more in the %ost.
1B.+ Durin0 the %ro!ationary %eriod, the 6usiness Jnit *Su%ervisor *Mana0er
must monitor the new em%#oyeeIs a!i#ity to %er(orm a %articu#ar ;o! at a
%articu#ar #eve#. Su%ervisors are res%onsi!#e (or the day:to:day su%ervision
o( em%#oyees on %ro!ation throu0h trainin0, o((erin0 0uidance and advice
and monitorin0 %ro0ress. .he %ro!ationary system is #inCed to the
%er(ormance mana0ement system.
1B.A ,ro!ationary re%orts must !e com%#eted and su!mitted to HR (or
im%#ementation.
1B.) .he %ro!ation %eriod sha## !e e1tended with the num!er o( #eave days
taCen durin0 the %ro!ation %eriod or e1tension thereo(.
1B.8 9n the event o( unsatis(actory worC %er(ormance, the su%ervisor or mana0er
must immediate#y im%#ement the re#evant inca%acity %rocesses. 9( the
%er(ormance does not im%rove, the matter shou#d !e re(erred to "m%#oyee
Re#ations (or inca%acity %rocesses. ,ossi!#e actions are the e1tension o(
the %ro!ation %eriod or termination thereo(. .ermination o( %ro!ation can
ha%%en durin0 the %ro!ation %eriod as #on0 as the (orma# dismissa#
%rocedures were (o##owed. -hen dismissa# is considered, the em%#oyee
must !e a((orded the o%%ortunity to state her or his case.
Recruitment, Selection and Appointment Version 01 1 November 2004
20
1:) INDUCTION
Human Resources or an HR re%resentative must (aci#itate the 0eneric
induction o( a## new em%#oyees. 6usiness Jnits must have an u%dated unit
or section: s%eci(ic induction %ro0ramme. New em%#oyees must !e inducted
as soon as %ossi!#e a(ter a%%ointment.
KKKKKKKKKK
Recruitment, Selection and Appointment Version 01 1 November 2004
21